UCT Human Resources

Guidelines for the UCT/Sanlam Income Continuation and Rehabilitation Process

Introduction

The Sanlam Income Continuation and Rehabilitation Process is a benefit provided through the Human Resources (HR) Department and covered as a part of the staff member’s risk contribution towards the UCT Retirement Fund.

Policy

The Sanlam Income Continuation Insurance Policy provides that if a staff member is off work for 14 consecutive days (10 working days) or 14 days in a three-month period, then the Sanlam Rehabilitation forms (reference to forms on the Web) need to be completed and submitted to Sanlam via the Organisational Health and Wellness Co-ordinator the HR Department.

This serves as a notification of a possible claim and if not adhered to may result in a claim not being paid due to late notification.

See: Income Continutation Insurance Policy or contact your HR Adviser for a copy of the Policy.

The Rehabilitation Process

The rehabilitation process begins when one of the following occurs:

  • Receipt of absenteeism reports
  • Referral by line manager
  • Referral by the staff member
  • Referral by the HR adviser

The rehabilitation forms must be sent to the Health and Wellness Co-ordinator who will then send them on to Sanlam.

Once Sanlam receives the rehabilitation forms they will review the information provided and, if deemed necessary, make contact with the staff member and their doctors in order to monitor the treatment of the patient and to ensure that the patient is receiving optimum treatment.

The object of the rehabilitation process is to assist the staff member to either stay at work or, if they have been booked off sick, to return to work fully functional as soon as possible.

As part of the rehabilitation benefit, should the staff member have exhausted their Medical Savings Account through the medical aid, then Sanlam will pay for consultations to health professionals (e.g. psychiatrists, psychologists, physiotherapists, occupational therapists etc) for any case where it is possible that the staff member can be rehabilitated. This is in an attempt to keep them at work.

This part of the benefit is not available for a staff member who is not coming back to work.

Completingthe forms

There are four Sanlam Rehabilitation forms. Two have to be filled in by the staff member/patient and two by the line manager.

Details of the sick leave taken must be included and sick certificates attached to the forms.

The HR Adviser normally assists both the staff member and line manger to complete the forms.

The forms must be sent to the Health and Wellness Co-ordinator, Room 115 Bremner Bulilding. All documentation is treated as confidential.

‘Permission to divulge information’ form

A further “Permission to divulge information” form is also provided for the staff member to complete. This gives permission for the Organisational Health Manager to assist with managing the case. Staff members who wish to retain their condition as confidential may fax the “Employee Questionaire” directly to Sanlam (Fax number: 954 3347) with a copy to the Organisational Health Manager (Fax number: 650 4780).

Sanlam Income Continuation Benefit

Sanlam or the staff member’s doctor may advise that the staff member may need temporary top-up or permanent income continuation if, during the rehabilitation process the staff member is:

  • booked off sick, or
  • is still off sick, or
  • is unable to be accommodated in the workplace.

The Health and Wellness Co-ordinator must be notified immediately and the Disability/Income continuation formsmust be completed by both the line manager and the doctor.

Top-up Benefit

If a staff member cannot work for a full day because of their medical condition, Sanlam may approve payment of a top-up income to cover the staff member for the hours that they are away from work. A top-up may only be considered for absence periods where the staff member is away for more than 25% of a day. These payments are linked to 70% of DPA, not the full salary.

Waiting period

From the last active working day, a waiting period of 6 months exists before possible payment to the staff member of any income continuation.

Waiting period exceptions

The exceptions to this are cases where staff members are terminally ill or are registered on the Discovery HIV/AIDS Programme. In these cases, providing medical proof is provided, Sanlam will waive the waiting period for the staff member.

Should the rehabilitation process have not been initiated and should the staff member not be receiving optimum treatment, Sanlam may deny the Income Continuation Benefit at a later stage.

Disability Income

Staff members proceeding on to the Income Continuation will receive a monthly income from Sanlam equal to 70% of their monthly Deemed Pensionable Amount (DPA). (The DPA is the amount listed on a staff member’s Cost of Employment Schedule used for the calculation of risk cover on the UCT Retirement Fund.) They will also receive a medical aid subsidy (the same as that for UCT pensioners) and UCT will contribute the retirement fund contribution on their behalf.

Once the member has been receiving the Income for one year, Sanlam will request that the staff member be assessed to see whether they are able to perform their previous job as well as a similar job with any other employer. If the doctor’s assessment is that the staff member is still not able to work will Sanlam continue to pay the income for a further 12 months.

If Sanlam find that the member is able to perform his/her own or another job will the income continuation cease and the member will be expected to return to work.

Redeployment of Staff

Staff members who have been declared fit for work where their previous post has been filled will be put on the UCT redeployment list to try to place them elsewhere within UCT. See: Redeployment process

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